How will AI impact the role of a recruiter?

 The Increasing Impact of AI on Recruitment

As tech tycoons such as Elon Musk, and politicians like Andrew Yang sound the alarms on the future of AI, everyone is left wondering how AI will affect their careers. Will some people even have careers, as AI proves to be more precise, agile and cost-effective in most lines of work? But, the even more mind-boggling and worrisome question is, how will AI affect all of our careers? In many ways, the careers of every employee rely on the people responsible for the human resource management in their companies. What if AI replaces these people? Does a dystopian future await, where all of our data harvested determines our careers? The answer should be no.

In many lines of work, the AI is leveraged by the humans to produce the desired outcome, so the humans aren’t irrelevant (yet). Nonetheless, maintenance and optimization of AI could actually be creating more jobs than they are destroying. For now, at least…

How is AI Being Used in Recruitment?

As we’re theorizing the prospects of an absolute AI takeover, we’ll need to first highlight how AI is being used in recruitment. Is the role of AI so pervasive that recruiters are at risk of becoming irrelevant in the recruitment process? Let’s take a look at some of the ways AI has been introduced to recruitment and some its effects.

AI in Recruitment | Candidate Sourcing & Automation

Determining which Candidates Match Best for the Job

Hiring teams are not always specialized for recruiting all roles, and as such, there can be a degree of uncertainty when screening candidates for skills and technicalities. Smart screening powered by AI can help dissect the candidates’ profiles and determine how much they match with the job. In addition, online assessment tools, personality tests and other screening methods can be facilitated with AI to determine the candidates’ technical abilities.

Removing Biases from Decision-Making

Another wonderful thing about AI in recruitment is that it can help remove biases from decision-making procedures. Through the insertion of objective assessments of candidates, the decision-making process in recruitment will be redefined. 

But don’t worry, the human is still in control. Sourcing and screening for cultural fits is still something that the AI won’t be able to do, as a lot of times, it’s not definitive exactly what would make a good cultural fit. A lot of these decisions can be based on intuition and emotion, and without accurate data input, the AI can’t know what to look for. Even if AI significantly improves in understanding human emotions, humans would have to significantly improve at understanding what they’re looking for in terms of organizational fits… Removing biases from deciding cultural fits is rather being improved through the application of facilitated collaborative hiring with recruitment software.

Sourcing Candidates

Sourcing candidates for jobs is made significantly easier with AI. With automated candidate rankings, resume parsing and data collection & organization, not using AI to source candidates nowadays is a death sentence. But there’s still a long way to go for candidate sourcing. Take this into account: when you go to Google you can search and find anything you’re looking for, that’s not quite the case yet when it comes to searching for a candidate.

Honestly, the possibilities of HR-tech in the recruitment field are exciting, and it’ll be fascinating to see what the future of recruitment holds. As more and more companies realize the benefits of leveraging recruitment software, it is safe to assume that an HR-tech revolution is afoot.

How will AI impact the role of a recruiter?

The modern recruiter in the age of AI

As we explored the possibilities and uses of AI in recruitment, we saw, however, that the role of the recruiter is substantial. The evolution of HR-tech will see recruiters have powerful technology at their disposal, to be able to carry out their recruitment practices with more ease and precision.

In truth, we are already seeing this revolution right here before us, as recruitment software enables more and more employers recruiters to recruit like enterprises with huge HR departments would, and recruitment practices such as recruitment marketing and global hiring being more accessible.

In conclusion, the recruiter is here to stay, only with far more advanced technology to help them build their team. 

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Smart Candidate Screening with HireBee

The Benefits of Screening Candidates with AI

As the recruitment industry finds more and more creative ways to implement the advancements of AI and technology to the recruitment process, smart candidate screening powered by AI is HireBee’s contribution. The problems our solution addresses are numerous, and they don’t only have to do with time-saving, the solution also helps insert reliability and precision into the process.

AI Ranking and Smart Candidate Screening with HireBee

What exactly is smart candidate screening and how does it work? The premise is simple — the candidate profiles in your database are compared with your requirements for your jobs, and all the candidates assigned for each job are compared with each other to form a ranking indicating the best candidates in the system for each job. Now let’s explore the uses and benefits of smart candidate screening for facilitating your recruitment.

Increased Confidence Sourcing

Not all recruiters are specialized in sourcing for talent in a specific line of work, and understandably so. Although HireBee enables hiring collaboration, and recruiters can seek feedback from staff in the corresponding department to determine the top candidates, HireBee’s smart screening solution increases confidence sourcing by ensuring that the candidate’s skillset matches the vacancy. Making the candidate screening process fast and precise is exactly what most businesses need, as teams are able to move forward quick in such a fast-paced world, and the setbacks associated with making a bad hire are minimized.

DEI with Recruitment Software & Applicant Tracking Systems (ATS)

A Diversified and Unbiased Recruitment

When leveraging HireBee’s easy-to-use functionalities, hiring teams have at their disposal exactly what they need for a diversified and unbiased recruitment process. As the AI differentiates the candidates solely on the basis of the data in their candidate profile, and teams can collaborate on hires on the platform through feedback forms which enable multi-level decision making, biases can be removed from the recruitment process. Through removing biases in your recruitment process, you’ll be promoting DEI (diversity, equity & inclusion) in your workplace, adding value to your team.

Candidate Management with Applicants Tracking Systems (ATS)

Organizing and Automating Your Hiring

HireBee’s smart screening’s perhaps most obvious uses are in organizing and automating your hiring. With HireBee’s candidate rankings, you can automate your candidate screening process, and take your top candidates to the next hiring stage. HireBee’s AI ranking operates with a 95% accuracy, and ensures that your candidates are in safe hands as they wait for your evaluation.

Organizing your candidate database in terms of the most qualified candidates is highly important, because you’ll be operating with a set priority, and would be sending offers quicker to your top candidates, improving their candidate experience.

Start a free trial, and watch the HireBee’s smart candidate screening in action. Organize and automate your recruitment, as you promote diversity and inclusion in your inclusion.

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Candidate Sourcing with HireBee

Candidate Sourcing in Recruitment

Candidate sourcing is one of the most important tasks of recruiters. The process involves finding potential candidates and converting them to active candidates through relationship building, or candidate relationship management. But sometimes, it may be difficult to evaluate whether a potential candidate would be a good fit to the job or not, especially if the recruiter is not specialised in the field they’re recruiting for. And some sourcing procedures may be too disorganized or ineffective to source productively and produce results. 

So what’s the solution? How can you source candidates effectively from all lines of work and not worry about all the uncertainties? We present to you HireBee’s solutions which make sourcing an easier and more informative process. Recruiters shouldn’t feel unconfident sourcing from fields of work they have little technical familiarity with, and their sourcing should be optimized with a purpose-built database and interface which makes adding candidates to the pipeline simple and quick!

AI Powered Smart Candidate Screening

HireBee ATS Candidate Management

One of the many powerful features you’ll be adding to your arsenal by recruiting with HireBee is our AI powered smart candidate screening. The uncertainty of evaluating the candidates’ technical compatibility with the job opening shouldn’t haunt you when sourcing! HireBee’s deep learning algorithm determines a ranking for your candidates in correspondence to their applied or assigned job. Don’t worry! The human is still at the wheel, and will likely always be…

There’s a multitude of ways with which you can use this feature to enhance your hiring. In the sourcing front, you are given a ranking which indicates how well the candidate matches for the corresponding job. You can use this feature to start sourcing candidates in your internal database from the top rankings, introducing priorities in your recruitment and making informed hiring decisions.

HireBee’s Sourcing Chrome Extension

Are you browsing the web and see a candidate you like? Easily import them to your talent pool or assign them to a job with HireBee’s sourcing chrome extension! With a tool like this, you’ll never have to worry about missing your chance to add impressive talent to your pipeline. Set your sights on top talent and source like a Ninja!

HireBee’s sourcing extension adds candidates with automatically filled information, including an auto-completed CV, and allows recruiters to quickly and reliably source their candidates with the options of adding hashtags and notes to create a rich candidate profile which can be easily reviewed throughout the hiring process later on. The extension works with LinkedIn, Gmail, Github, Headhunter and

Create and Manage Your Talent Pool

The need of talent is perpetual, and that is why recruiters need to be ready to meet their current and future needs. Being prepared with a database of talent sourced is a great way of being ahead of the curve and nurturing relationship with your talent. Create talent pools with HireBee to leverage rich candidate profiles with high-functioning capabilities, and the ease of adding candidates either manually or through our chrome extension.

Candidates sourced to your talent pool are always readily accessible and at arm’s reach for job offers and communication. Communicating with your passive candidates through the HireBee platform increases speed and concertation. Hire with focus to boost your candidate experience and productivity.

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Not getting enough candidates for job openings? This may be why

Causes of a Lack of Job Candidates

Having large amounts of candidates apply to your job openings is instrumental for finding the right hires. That’s because it is more likely that there are more qualified organizational fits to choose from. As such, it is a serious obstacle for employers if they are unable to attract and source decent amounts of candidates for their job openings, as the quality-of-hire could be at undesirable levels. What can be causing employers to not be able to find enough candidates for job openings? Here are what the causes of a lack of job applicants may be.

Your Job Description is Unattractive or Confusing

An unimpressive job description may be one of the main factors. Your job advertisements should not leave room for confusion or speculation, and should look good. Job descriptions without clear responsibility details, the desired qualifications and a summary of the employee experience can create room for confusion. Try to make your job descriptions as concise and informative as possible, and ensure all of the relevant information is made available for the job-seekers. 

Confused Job Applicant

Job-seekers should know exactly what qualifications you are looking for in your candidates, what responsibilities the job entails and also should understand the gist of what tasks they will be doing. You will also be doing yourself a favor, as you will find that you will be receiving a lot less irrelevant applications from unqualified candidates.

Your Candidate Experience is Driving Applicants Away

Of course, the candidate experience after the job-seeker has submitted his application will not directly affect your number of applicants. Although it may in the future, as it hurts your employer brand. TalentLyft’s research indicates that the percentage of candidates with a negative experience who will: not apply again, and share their experience with their friends are both 69%. Regardless, it may be the candidate experience pre-application that is hurting your numbers. Candidates will want to have as much information as possible, and a great career page helps solve just that. A career page with pictures, videos, testimonials, all contact information and relevant links can both maximize the information available, and make your page look awesome.

Additionally, the candidate’s application process may also determine if they are interested in following through with their application. A strenuous experience applying may push the candidate away from applying. As such it would be a good idea to review the ease of applying.

You’re not Tracking the Effectiveness of Your Candidate Sourcing

In the modern job market landscape, there are many sources of candidates which employers can utilize. Social media like LinkedIn, Facebook and Twitter; job boards like Indeed, Glassdoor, Monster and Headhunter; and other sources such as referrals, career fairs, networking and much more are all available options. 

Candidate Sourcing Analytics with HireBee
Candidate Sourcing Analytics with HireBee

Now this is all fine and dandy, but how do you know which sources you should focus on most? Well, this is where recruitments analytics comes in. Reporting on your recruitment analytics is a process which is made a lot easier with recruitment software like HireBee. Essentially, you will track metrics like sources of hire, sources of candidates and cost per hire for your sources, and determine your most optimal sources of hire.

In conclusion…

In conclusion there may be many such causes which are hurting your number of applicants. And even if you think the number of applicants you are receiving is adequate, if these three bottlenecks are present in your recruitment process, it is still definitely worth being rid of them. We hope you will be able to honestly evaluate your recruitment process and strive for continuous optimization.

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Human Resources and People Networking Concept

Why You Should Use Recruitment Software in 2021

Recruitment software (or talent acquisition software) has increasingly become more popular as more and more people have realized its benefits. By the end of 2019, it was enumerated by Jobscan that 98.2% of the Fortune 500 companies use an applicant tracking system. Still, the practice isn’t as popular amongst smaller businesses, and a lot of this may be attributed to the fact that such businesses think that they have no need for such a system, perhaps due to the traditional association with such systems being exclusively catered towards big enterprises; sporadic and low-volume hiring; or simple unfamiliarity with or uninterest in the software. Today, we are here to make an argument for recruitment software by substantiating why you don’t need to think this way.

Why You Should No Longer Exclusively Associate Recruitment Software with Big Enterprises

Whilst it may not have been wrong to be under this assumption some time ago, when ATSs were a true novelty, and when cloud computing was underdeveloped, now, with cloud computing vastly improving, many new ATS vendors have appeared and offer scalable services for SMBs (small-to-medium businesses). In fact, many of the relatively modern recruitment software solutions explicitly target SMBs as their target market. Such ATS vendors include HireBee, Workable, Breezy HR, and many more. These vendors allow you to explore their free trial, which allows very limited job posting, so that you can empirically assess the features of the ATS, and understand whether this is an appropriate solution for your recruitment needs.

Why Sporadic and Low-Volume Hiring Shouldn’t Discourage You from Using Recruitment Software

The importance of HR shouldn’t be undermined, even in small businesses where the relationship within employees and between employers and employees may be more personalized and informal. Having an advanced and comprehensive recruitment strategy with the appropriate specialized tools will help ensure that you are capable of making the most optimal hiring decisions in a manner efficient for time and cost. Getting the right talent onboard can truly be invaluable for small businesses which use intrapreneurship to stimulate innovation, and delegate their staff to act more independently. 

Additionally, the amount of time saved by ATS due to their user interface being specialized for recruitment (unlike spreadsheets or other alternatives used to keep a database of resumes and candidates) and its many thoroughly designed features, which will only continue to become more optimal as the ATS market grows and becomes more competitive, can be leveraged by making urgent and hasty hires to realize temporary business opportunities, and simultaneously making the hire with sufficient data.

Why You Should Care

Well, now you may be thinking; okay, the ATS market has expanded and now its services are compatible with the needs of SMBs, but why should I care? Well, here’s why.

With recruitment software solutions, you can:

  • Have a centralized location for all things recruitment. With plentiful integrations and features, almost the entire recruitment process can be managed through the platform. Even if a specific ATS misses some functionality (which other ATSs may or may not have), you can request for this feature to be implemented.
  • In turn, have recruitment specialized data storage and data entry. With data storage specialized for recruitment, your talent pool can be kept in check and organized better, with information of candidates being easier to access with intuitive navigation through the database. Data entry specialization makes sourcing and manual insertions of candidates and other information about candidates easier.
  • Have searching, sorting and filtering capabilities, along with creating shortlists of candidates. The data inputted, or data parsed from the resume with resume parsers which the system may or may not have, can then be used to match the candidates’ data with your searches, filters and sorting fields. Additionally, you can screen candidates with knock-out questions, or have recommendations for the most qualified candidates according to the strength of matching of the required skills for the job and the candidates’ skills to weed out the irrelevant applications.
  • Maintain visibility of the entire recruitment process with data analytics & reports. Identify your best sources for candidates and assess your recruitment strategy with other interesting metrics. View your pipeline, with the number of applicants in each stage of the hiring process enumerated, to make sure no candidate is falling through the cracks.
  • Create workflows, complemented by email templates and triggers, to easily change status of applicants and keep them informed throughout the process with automated communication. Some ATS also offer integrated SMS communication.
  • Easily manage your job postings, with integrated job boards and social media postings. ATSs make job posting easy and faster with multi-posting.
  • Collaborate with your team with interview scorecards and feedback forms.

In conclusion, all of these benefits combine themselves to present you with a single key benefit for your organization: saving time and money on your investments into talent acquisition. Therefore, if it is in your agenda to invest into acquiring the best talent, it may be worth investing into recruitment software.

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